Sirona Medical Staff Handbook & KID

Sirona Medical Limited Temporary Worker Declaration

This handbook has been designed to provide you with information and guidance that will be relevant to your time with Sirona Medical Limited. We hope that you find the content of our staff handbook useful and informative.

If you have any questions regarding the contents of the handbook please either give your recruitment consultant or compliance officer a call and they will be more than happy to assist you.

Please sign below and return to Sirona Medical Limited to show that you have read and accepted the contents of this handbook.

**I have received and agreed to abide by the contents of the Sirona Medical Limited Temporary Worker Handbook.

I understand that any personal data held by Sirona Medical Limited is liable to be inspected by NHS Governing Bodies, Private Sector Clients and appointed audit teams. I agree/ disagree* to my file be inspected by a third party


Welcome to Sirona Medical Limited.

We are delighted that you have decided to join our business and are looking forward to working with you to find your ideal locum or permanent placement. Thank you for choosing us.

We have a duty of care to all temporary workers that join our business and as such this handbook has been designed to give you a clear idea of what you can expect from your time with us.

Please read the contents of the handbook carefully, it contains a number of guidelines and national standards that we are required to adhere to.

Please visit us at for further company information, news and to view our latest job opportunities. As a new candidate registering with Sirona Medical Limited we hope that you have a successful and enjoyable career with us.

Please feel free to contact us at any time and good luck with your career at Sirona Medical Limited. Regards

Mark Burrell Managing Director

Where to find us:

Sirona Medical Limited

F206 Weston House, Station Road, Sawbridgeworth, Essex, CM21 9FP

Tel:  020 8050 2999

Fax: 020 8050 2936

Generic Email: [email protected]

Timesheets: [email protected]


Declaration and Welcome

  • Page 1 – What Happens? (Summary of your role with Sirona Medical Limited)
  • Page 2 – Training and Interview.
  • Page 3, 4, 6, 7 – Overview of Training Requirements including DBS and Fitness to work.
  • Page 8, 9, 10, 11 – Timesheets and Pay.
  • Page 12, 13,14 – Payroll Information, Self Bookings, CPD, ID Badges, Responsibilities.
  • Page 15 – 20 Sirona Medical Limited Polices incorporating: Confidentiality, Policies, Complaints, File Maintenance, Fraud, Equal Opportunities, Harassment and Bullying, Dealing with Allegations of Abuse, Mental Health Act, Safeguarding.
  • Page 21 – AWR Day 1 Rights.
  • Page 22 and 23 – Pension, Contact us, Vacancies and Social Media.

Working with Sirona Medical Limited

From the moment you register with us we will assist you in finding your ideal assignment. We will support you through our registration and compliance process and assist you in every way that we can to ensure that you are able to work as soon as possible.

In order for us to find you your perfect assignment, please confirm with your recruitment consultant your preferred specialty, banding, location and your availability. If there is anything that you would like to clarify with us at any time we have a dedicated 24 hour help line. 020 8050 2999

What happens when we find you your ideal position?

When we find a booking requirement based on the parameters that you have given us, your dedicated recruitment consultant will contact you either by phone, text or email to inform you of the position and await your confirmation regarding sending your CV forward for the post. Your CV must have full employment history with no gaps of employment. We will also need a minimum of 3 years referencing to back up the CV statements. All gaps must be explained either in the CV or in a covering letter. No CV can be submitted to any potential employer without a full CV which falls in line with NHS Standards.

What happens when you get accepted for a position?

When you get accepted for a position, your dedicated recruitment consultant will contact you to find out whether you would like to accept the role and commence work. Your recruitment consultant will confirm all the booking details with you such as reporting instructions, shift patterns, pay rates and any other information you would require to commence work for example Accommodation and Travel. This will be either by email, telephone or text message.

What happens if I need to cancel a position?

If for any reason you need to cancel a booking that you have accepted, please contact your recruitment consultant via telephone as soon as you are able to.

Where do I send my timesheets?

Once you have completed your assignment/shift please send your timesheet via fax to 020 8050 2936 or email your timesheet to our payroll department [email protected]

Any queries that you may have regarding payment should be taken up with your recruitment consultant to deal with or in emergencies with our accounts department on: 0208 050 2999 press option 1.

Before You Start Work

Before you start your assignment, as well as briefing you on general procedures and issues we will provide you with ‘Skill for Health’ induction training both face to face and online that covers the minimum of the following:

  • Moving and Handling (L1&L2)
  • Health and Safety
  • Calidicott Protocol
  • Conflict Resolution
  • POVA and POCA (Safeguarding Levels 1,2 and 3)
  • Counter Fraud
  • Risk incident reporting
  • Infection Control (L1&2)
  • Fire Safety Procedures
  • Equality and Diversity
  • Handling violence and aggression

In addition, you will be required to have completed Food, COSHH, RIDDOR and Information Governance, Preventing Radicalisation, Medication Awareness courses.

Your recruitment consultant will provide you with the relevant login detail for the online induction training and provide you with any assistance that you may require.

Training courses change during any given period due to Framework requirements so you maybe asked to do additional training to comply with new regulations as they arise.

Mandatory Training

All candidates should complete the above training. We regularly facilitate and provide course information on the following courses:

  • Immediate/Advanced Life Support
  • Control and Restraint Awareness
  • National Early Warning Score (NEWS) training
  • Basic Life Support
  • CPR Training
Please note that ALL courses when being renewed are required under the NHS Frameworks to be ‘Skills for Health’ Aligned.

Face to Face Interview

Sirona Medical Limited will arrange a face to face interview with you once we have received your registration form and up to date CV at a local office convenient for both parties, this will be carried out by Nurses and/or AHP Staff at Lane Physiotherapy Clinics or at Sirona Medical Offices.

Risk Incident Reporting

Under the Management of Health and Safety Regulations of 1992 you have a legal duty of care to report all accidents, incidents and near misses. These regulations impose a duty on clients to perform risk assessments on all activities. If during the course of your assignment you identify a risk to the health, safety and welfare of your own personal safety, and/or that of your patient/clients/others, you have a duty to report this. In the first instance it should be reported to the person in charge of the establishment to which you are assigned, and to your Recruitment Consultant.

Violence and Aggression

It has been recognised that workers in a hospital setting work in an environment where there is a potential for harm, aggression and violence. Violence and aggression can be defined including the following circumstances:

  • Minor assault including situations where physical contact and/or injuries occur which require first aid treatment
  • Threats with an offensive weapon without physical injury
  • Aggravated assault resulting in injury requiring medical assistance
  • Threatening behaviour which could include verbal abuse or threats and fear arising to damage to the environment around you
  • Assault resulting in serious injury or death

Any violent, abusive or threatening behaviour is unacceptable.

You must report any incident immediately to the person in charge and to your dedicated recruitment consultant. The establishment where you are working the assignment will have policies in place for dealing with such incidents, and an incident report form should be completed both at the place of work and at Sirona Medical office’s. All staff have an obligation under the Health and Safety At Work Act 1974 to have regard for their own health, safety and welfare at work, and that of others who may be affected by their actions or omissions.

Compliant Handling

During the course of your assignment with Sirona Medical Limited you may come across complaints from patients and clients. It is the policy of Sirona Medical Limited to deal with any expression of dissatisfaction in a professional and precise manner.

You must also report the Complaint to your Recruitment Consultant or their Manager. All complaints must be investigated within a specified time limit and resolved as soon as possible and this is the responsibility of a Sirona Medical Limited Manager. You may however, be requested to put details of the complaint in writing on a complaint record form and/or attend an interview to investigate details further.

If you personally are the subject of a complaint you will also be asked to record details as part of an investigation and in some circumstances it may be necessary to suspend you from duty whilst the investigation is in process. Any complaints of misconduct against individuals will be reported to the HCPC/NMC or other relevant Registration Body.

If you have any complaints about any aspects of your work at Sirona Medical Limited please do not hesitate to contact us.

Any complaints from individuals will be dealt with in a professional and confidential manner.

Local Policies/Inductions

All Sirona Medical Limited agency workers are required to familiarise themselves with the local policy on confidentiality within the establishment/NHS Trust where they are working. Local Inductions are carried out in most workplaces however if you feel the need for additional Induction Information, let us know and we will arrange this with your line manager.

Caldicott Protocols

The Caldicott review was commissioned due to the development of information technology and its capacity to disseminate information about patients/service users both rapidly and extensively.

An essential component of the clinical consultation in the provision of health care is

confidentiality. All healthcare workers have stringent requirements with regard to confidentiality of patients within their care. However information given about patients underpins the efficient operation of the NHS, and it is important that confidentiality does not impede upon the provision of effective patient care. Therefore the Caldicott review devised protocols and recommendations, which assume the appointment of a Caldicott Guardian who is created to safeguard and govern the users of patient information within NHS organisations. Caldicott guardians are senior health professionals.

Fitness to Practice

It is important for your own health and of those in your care that you are fit to practice whenever you attend an assignment. You must declare your fitness to practice or otherwise when you accept an assignment. You MUST also let us know if you are or have become pregnant, have acquired an illness or injury before or during an assignment including the occurrence of vomiting diarrhoea or rashes. It may be necessary to inform the client of a change in your health so that the necessary precautions can be taken. If you are concerned that your assignment involves

unnecessary risks to your health or fitness, or that of your unborn child, please contact us. If you are pregnant we are required to perform a health and risk assessment for all expectant mothers.

Should our Occupational Health service declare you unfit for work then your placement will be terminated until declared otherwise.

You are required to supply Sirona Medical Limited with an update of your occupational health questionnaire on an annual basis, as this is a contractual requirement with the NHS. We will contact you with the new forms when required.

Immunisations and Vaccinations

All medical temporary workers are required to keep an up to date immunization and vaccination record. Sirona Medical Limited can assist all temporary workers in achieving this. In accordance with the Immunisation against infectious diseases DH 2006, healthcare workers applying for employment through an agency must be assessed for immunity for Varicella, TB, MMR, Hep B and Hep C regardless of whether they are working in the NHS or not.

Sirona Medical Limited requires a full immunisation report containing evidence of your immunity to the following:

  • Varicella
  • Measles and Rubella
  • Tuberculosis
  • Hepatitis B
  • Hepatitis C
  • HIV


Methicillin Resistant Staphylococcus Aureus (MRSA) is the name given to a range of strains of antibiotic resistant bacteria. MRSA exists on the hands or in the nose of around one third of the healthy population and is usually harmless. It can however prove fatal if it enters the bloodstream of an already weakened patient. It is usually transmitted by touch. The single most effective measure for preventing MRSA contamination is washing hands before and after every patient contact.


  • Use liquid soap and water or an alcohol-based hand rub when washing hands – make sure it comes into contact with all areas
  • Remove wrist and preferably hand jewellery at the beginning of each shift where you will be regularly decontaminating your hands
  • Wear disposable gloves and aprons when attending to dressings or dealing with blood and body fluids (sterile gloves should only be worn when performing aseptic techniques)
  • Dispose of gloves and aprons after use
  • Cover cuts or breaks in your skin or those of patients/clients with waterproof dressings

If you come into contact with a patient who is later found to be contaminated with MRSA, it may be necessary to attend screening sessions at the hospital’s Occupational Health Department. During this time and before you have been declared clear from MRSA, we may be restricted in the assignments we can offer you due to the risks of infection.


Agency workers should be aware of and abide by the requirements of HSC 1998/ 226 “Guidance on the Management of AIDS/ HIV Infected Health Care Workers and Patient Notification” If you believe you may have been exposed to HIV infection in any way you should seek medical advice from your GP or Occupational Health Department and, where appropriate, undergo diagnostic HIV antibody testing. If you are found to be infected, you must again seek guidance from your GP or Occupational Health Department If you are found to be HIV positive and perform or assist with invasive surgical procedures you must stop this immediately and seek advice from your GP or Occupational Health Department regarding what action, if any, should be take.

Please be aware that it is the obligation of all health workers to notify their employer and, where appropriate, the relevant professional regulatory body, if they are aware of HIV positive individuals who have not heeded advice to modify their working practice.

Please note the above guidance does not supersede current Department of Health Guidelines (in particular HSC 1998/226) or local practices and procedures.


Because of the importance of your fitness to practice, Sirona Medical Limited

Limited reserves the right to request a certificate of fitness to practice from your GP or an Occupational Health Service. Our clients may also ask that you undergo a medical examination before commencing work for them. In these cases, future placements may be dependent upon your compliance with this request and its outcome, providing it was made with good reason.

Criminal Convictions

Sirona Medical Limited is an Equal Opportunities organisation and as such, undertakes to treat all temporary workers in a fair manner and do not discriminate on the basis of conviction or other information revealed.

You will be asked at the point of registration whether you have been convicted of a criminal offence, been bound over or cautioned or whether you are currently the subject of a police investigation which might lead to a conviction or an order binding you over in the UK or any other country. If you respond positively, you will be required to provide additional information including the date, the offence and the authority and the country that dealt with the offence.

Non disclosure of any conviction or caution, which is subsequently shown to exist, will lead to the immediate removal from the Sirona Medical Limited register and system.



Sirona Medical Limited timesheets run from a Monday to Sunday. Please submit your timesheet by 10.00am on a Wednesday morning. Please ensure that timesheets are:

  • Completed with the correct week ending date.
  • The correct date and times that you have worked.
  • The hour columns are correct.
  • That the timesheet has been stamped and signed by an Authorised person.
  • The timesheet is dated and legible.
  • PO/Booking Numbers where required.
  • Breaks to be deducted where applicable. 

Please encourage your line manager to complete the ‘tick box’ reference where possible

Legislation dictates that 20 minute breaks must be taken every 6 hours. In some NHS Trusts this will automatically be deducted from your timesheet regardless of whether a break is taken or not. All timesheets have to be submitted promptly however any timesheets submitted to us over 3 months after the date of the shift, will be paid on a ‘paid when paid’ basis.

Please fax your signed and dated timesheet to 020 8050 2936 or email: [email protected]


Guidelines for completing your timesheet

Sirona Guide


  1. Download and print the timesheet (PDF)
  2. Complete the timesheet (see guidelines above)
  3. Take a clear photo of the completed timesheet (see following guidelines)
  4. Send the photo of your timesheet to [email protected]

Guidelines for taking a photo of your timesheet

We are becoming increasingly concerned about the quality and clarity of the timesheets that some locums are sending to us. Can I take this opportunity to remind you that the timesheet is a legal document and as such needs to be clear, legible and completed in full. The payroll department in the last few weeks have rejected loads of timesheets which delays payment to you.

Our timesheets are uniquely designed to giving you the locum an ongoing appraisal of the work you do. On every timesheet you send, please encourage the manager or signatory to tick the relevant boxes relating to your work competences. This will act as a reference going forward.

The reference part of the timesheet can also be used as part of your REVALIDATION APPRAISAL. Our timesheets act as an ongoing reference and appraisal. Please encourage all authorised signatories to fill in the reference part of the weekly timesheet.


There is no point waiting until the last minute to fax the timesheets over, you do not get processed first because they are the newest email to arrive. The later you leave your submission, the less time we have as an organisation to chase or rectify any missing hours, shifts PO Numbers, Portal Uploads etc.

ALL TIMESHEETS MUST BE SENT TO or faxed to 020 8050 2936.

Please make sure you spell our email address correctly

You can copy your consultant in to the email however timesheets will not be processed if they   do not come in to the [email protected]

If you have a smart phone (Iphone, Android) download the free apps ‘Genius Scan or Camscanner’. They are simple to use. Turn off your flash, lie the timesheet down, take a picture from above encompassing the whole timesheet with no borders or background. Once taken, convert format to PDF (top right) and then email the timesheet to us.



  • All timesheets need to be signed by YOU the candidate and THE CLIENT, dated the last day you worked. IT’S A LEGAL DOCUMENT
  • Your timesheet needs to be readable, signed and sent to us in landscape fashion
  • If your timesheets are too dark, look like they have been dragged through a hedge

backwards, contain Sofa’s, shadows, last nights dinner and your Fingers THEY WILL BE REJECTED

  • All timesheets must contain: your name, the department/ward, the trust you are working at, PO/Booking Reference Numbers
  • Avoid sending numerous duplicate It wastes time and can delay your pay
  • IF FAXING: can you please write your name on the reverse of the timesheet so we can identify those sending it in the wrong way!!
  • Some fax machines require ‘9’ to gain an outside line before you can fax, please check

Once you have completed your shift, fax your timesheet to us. There is no advantage in delaying sending your timesheet to us.

Your Assignment

Requirements of Assignments

Please attend all assignments with your Sirona Medical Limited ID badge and uniform. When relevant please bring your statutory registration certificate and CRB Disclosure. Mobile Phones are to be switched off during your assignment unless you are working in the community.

Uniforms – The uniform requirements differ from client to client and will be stated prior to the assignment. If you have any questions regarding dress codes please contact your recruitment consultant. Uniforms can be ordered directly at:

ID Badges – Sirona Medical Limited will issue you with an ID badge before your assignment. Please ensure that your ID Badge is visible during your assignment. ID badges will be issued with your professional registration number and your actual name, not any nicknames. Please ensure that your ID badge is handed back to us upon termination of your assignment or when the badge expires.


Please make every effort to ensure you arrive at and leave all bookings at the agreed time confirmed in your contract. If you are unable to attend a booking, please inform your recruitment consultant as soon as you are able.

Arriving for work

Upon arrival at your new booking, where possible please take the opportunity to familiarise yourself with the local policies and procedures, in particular please be aware of the following:

  • Crash Call Procedure
  • Hot Spot Mechanisms
  • Violent Episodes and Lone Worker Policy
  • Procedure for alerting security staff
  • Policy for administration and assistance with drugs
  • Complaints Handling
  • Fire Safety

Where possible, we encourage Candidates to visit their potential workplace prior to starting work. If you have any queries regarding correct local procedures, or are uncomfortable carrying out any of the duties you have been asked to perform, please raise these issues with your line manager in the first instance.

Notice Period

When possible, you should let Sirona Medical Limited know when your assignment is coming to an end, allowing us time to organise your next assignment if necessary. Agency workers and Clients, according to our Terms of Business, are asked to give at least 1 week notice (except in exceptional circumstances when each case will be looked at individually) and subsequently inform Sirona Medical Limited of the end date.

Candidate Performance Reports

At the end of every assignment Sirona Medical Limited provide a Candidate Performance Report to the Client for completion, (also on our timesheets). Clients are asked to supply feedback on the service they have received from Sirona Medical Limited and also to provide a reference on the Candidate. Candidates are asked to give feedback on the service they have received from Sirona Medical Limited and also feedback on the assignment. This information can then be used to advise future locums. Both positive and negative feedback is actively encouraged so Sirona Medical Limited can act upon it to improve its quality of service.

Training and Development

Please keep up to date with all relevant clinical guidance as well as attending to your CPD requirements. In particular, you must have annual training and refreshers in the training which you were required to undertake at registration. Please ensure your Training Record is kept up to date at all times by bringing it into or sending to our office, together with proof of training completed, after any new course.


Appraisals give us an opportunity to consider with you your performance at work. They are also an opportunity for you to raise any concerns or issues you may have. Appraisals are carried out based on feedback received from clients and cover the following areas:

  • General levels of service including punctuality, attitude and ability to carry out practical tasks
  • Clinical performance
  • Training needs
  • CPD
  • Any other issues, including progress since the last appraisal

After your initial six months with Sirona Medical Limited, we will ask you for a ‘performance’ appraisal enabling you to give feedback on us, discuss progress and any issues, formulate an official appraisal and have time for general discussion about the past six month period. Together we can identify any issue or points that need to be acted upon

Thereafter appraisals will be annually

Sirona Medical Limited Policies

Honest, Effective Communication

Sirona Medical Limited prides itself on its ability to provide both customers and employees alike with an open and clear approach to communication. The transparency of the way we conduct our work has proven to be and will continue to be a true business enabler.

Innovative, Bespoke Solutions

Because no two hospitals (working environments) are the same, at Sirona Medical Limited we use our specialist industry experience to fulfil partner’s requirements. We undertake a partnership approach to recommend the most effective solution that meets their specific needs, thereby optimising results.

Win-Win Partnerships

We have an absolute commitment to helping individuals to grow and develop their careers, and to contributing to the growth and success of our clients’ businesses by ensuring that they recruit people who will add value to their bottom line.

Embracing Quality

We realise that embracing quality in all aspects of the company is a key factor to building lasting relationships with our partners.

Passionate about Success

At Sirona Medical Limited we are passionate about what we do and this is evident in the way that we conduct our business. We continuously strive to improve our service offering in order to maintain our status as a well respected company within the industry.

Complaints Policy

Sirona Medical Limited is committed to providing a high level service to our customers. If you do not receive satisfaction from us we need you to tell us about it. This will help us to improve our standards. Our Standard complaints procedure is in line with the department of Health Guidelines HSC2003/012, maintaining high professional standards in the Modern NHS.

Complaints Procedure

If you have a complaint against a member of Sirona Medical Limited staff, please direct them to the Managing Director. You can write to Mark Burrell at:

F206 Weston House, Station Road, Sawbridgeworth, Essex, CM21 9FP.

Next steps

  1. We will send you a letter acknowledging your complaint and asking you to confirm or explain the details set out. We will also let you know the name of the person who will be dealing with your complaint. You can expect to receive our letter within 2 days of us receiving your
  2. We will record your complaint in our central register within a day of having received
  3. We will acknowledge your reply to our acknowledgment letter and confirm what will
  4. We will then start to investigate your This will normally involve the following Steps;

We may ask the member of staff who dealt with you to reply to your complaint within 14 days of our request. We will then examine the member of staff’s reply and the information you have provided for us. If necessary we may ask you to speak to them.

  1. Sirona Medical Limited will then invite you to meet him/her to discuss and hopefully resolve your
  2. Within 2 days of the meeting the Company Representative/ Managing Director will write to you to confirm what took place and any solutions he/she has agreed with you. If you do not want a meeting or it is not possible, the Company Representative/ Managing Director will send you a detailed reply to your complaint. This will include his/her suggestions for resolving the matter. S/he will do this within 5 days of completing his/her investigation.
  3. At this stage, if you are still not satisfied you can write to us Another Director of the company will review the company representative/ managing director within 10 days:

Sirona Medical Limited. Unit F206 Weston House, Station Road, Sawbridgeworth, Essex, CM21 9FP.

  1. We will write to you confirming our final position on your complaint and explaining our If you are still not satisfied, you can contact the Employment Agencies Standards Inspectorate at the Department for Business Enterprise & Regulatory Reform or the REC, the industry trade association, of which we are a member by writing to the following:

Professional Standards Team, REC, 15 Welbeck Street, London W1G 9XT

If we have to change any of the time scales above, we will let you know and explain why.

Referral and reporting a temporary worker

Where there is evidence of malpractice, the Company Representative/Managing Director shall formally assess if the complaint requires further investigation or action by a professional, government organisation or the police and refer the complaint appropriately. In instances of uncertainty, the appropriate professional or government organisation will be contacted for advice and the temporary worker reported as necessary. All referrals are diarised to ensure the complaint is monitored through to satisfactory outcome.

File maintenance

The Company Representative/Managing Director will be responsible for maintaining the Complaint Log and Register during the course of the investigation. The Complaint Record will be a comprehensive record containing all details of the complaint.

This will include internal and external letters or other written correspondence. The records will include times, dates and agreed action including telephone conversations in the management of the complaint. The Complaint Record will be retained in the temporary worker’s electronic file, highlighting that a complaint investigation has taken place, the nature and date of the investigation and the outcome

Placement assessment form

In instances where a poor Placement Assessment Form is received, the Company Representative or Managing Director is to clarify further with the Trust and investigate appropriately.

Confidential reference

In instances where a poor Confidential Reference is received, the temporary worker should not be placed with the Hospital/Trust again until the issues have been resolved and the Hospital/Trust has put in writing that they are satisfied with the outcome.


Instances of fraud will be investigated as above and, where necessary, the NHS Counter Fraud and Security Management Service (England and Wales), the NHS Scotland Counter Fraud Service or the Northern Ireland Central Services Agency Counter Fraud Unit (CFU) and/or the Police will be informed.

Fraud is taken very seriously by Sirona Medical Limited and the NHS. If you provide false information it may result in disciplinary action and you may be liable to prosecution and civil recovery proceedings. Any questionable timesheets will be brought to the attention of the Local Counter Fraud Specialist.

Fraudulent activity manifests itself in many different ways including deception, bribery, forgery, counterfeiting, extortion, corruption, theft, conspiracy, collusion, embezzlement, misappropriation of assets, false representation and concealment of material facts.

Some examples of fraud in the NHS include:

  • Timesheet fraud (e.g. staff and professionals claiming money for shifts they have not worked)
  • False expense claims (e.g. false travel or subsistence claims)
  • Fraudulent job applications (e.g. false qualifications or immigration status)
  • Working whilst sick (e.g. usually working for another organisation without informing the Trust)
  • Working two places at once (e.g. failing to declare they are working for another organisation)
  • Excess Study Leave
  • Advertising scams (e.g. false invoices for placing adverts in publications)
  • Patient fraud (e.g. false travel claims, fraudulently claiming exemptions for pharmaceutical charges)
  • Misappropriation of assets (e.g. falsely ordering goods for own use/ to sell)
  • Procurement fraud (e.g the ordering and contracting of goods and services)
  • Fraud by professionals (e.g. Pharmacists – constitutes specific types of fraud such as false claims for treatment, unauthorised use of NHS facilities/equipment)


In the course of the Employment you may be given or come across Confidential Information and you accept that Sirona Medical Limited has a legitimate business interest in protecting its established customers, personnel, candidates and Confidential Information.

You must keep confidential and not disclose or use any Confidential Information (except in the proper course of your duty) both during the course of the Employment and after the termination of it.

You must use your best endeavours to prevent the disclosure of any Confidential Information.

All information stored in a tangible form containing any Confidential Information or summary, abstract or précis of the same which you acquire or make during the employment belongs to Sirona Medical Limited. When the employment ends (or at any time during the employment should any Director so request), you must promptly hand over the information to someone duly authorised by the Directors to receive them and no copies may be retained.

These restrictions do not apply to any confidential Information which, at the date of its disclosure to you, is public knowledge or it subsequently becomes public knowledge other than by an act or failure to act on the part of the employee or is required to be disclosed by law or in order to take professional advice or by a court of competent jurisdiction.

Equal Opportunities

Sirona Medical Limited embraces diversity and will seek to promote the benefits of diversity in all of our business activities. We will seek to develop a business culture that reflects that belief. We will seek to widen the media in which we recruit to ensure as diverse an employee and candidate base as possible. We will strive to make sure that our clients meet their own diversity targets.

Sirona Medical Limited is committed to diversity and will promote diversity for all employees, workers and applicants and shall adhere to such a policy at all times. We will review on an on-going basis all aspects of recruitment to avoid unlawful or undesirable discrimination. Sirona Medical Limited will treat everyone equally irrespective of sex, sexual orientation, gender reassignment, marital or civil partnership status, age, disability, colour, race, nationality, ethnic or national origin, religion or belief, political beliefs or membership or non- membership of a Trade Union or spent convictions, and places an obligation upon all staff to respect and act in accordance with the policy. Sirona Medical Limited is committed to providing training for its entire staff in equal opportunities practice.

Sirona Medical Limited shall not discriminate unlawfully when deciding which candidate/ temporary worker is submitted for a vacancy or assignment, or in any terms of employment or terms of engagement for temporary workers. Sirona Medical Limited will ensure that each candidate is assessed only in accordance with the candidate’s merits, qualifications and abilities to perform the relevant duties required by the particular vacancy.

Sirona Medical Limited will not accept instructions from clients that indicate an intention to discriminate unlawfully.


Sirona Medical Limited is committed to creating a working environment where you are treated with dignity and respect and where each person’s individuality and sense of self worth within the workplace is maintained.

You have a duty to treat those alongside whom you work with respect and dignity and to take all steps necessary to ensure that harassment does not occur. Whatever the form of harassment (whether by direct contact, written correspondence, the spoken word or by use of email/intranet) behaviour of this nature can be objectionable and will not be tolerated by Sirona Medical Limited or any of the institutions we service.

Any temporary worker AHP, who is considered, after proper investigation, to have subjected a patient, another temporary worker or anyone else alongside whom they work to any form of harassment or bullying will be dealt with in an appropriate manner and includes removal from our Register

Dealing with allegations of abuse

In all cases of suspected abuse, you should immediately follow the policies and procedures of the Hospital/Trust in which you are working, including the reporting procedures. All cases of suspected abuse should be reported to your Senior Manager, who, in conjunction with the relevant department and other appropriate agencies, will instigate.

The Mental Health Act

The Mental Health Act 1983 covers the assessment, treatment and rights of people with a mental health condition. It is a legal requirement that anyone working alongside patients considered to be suffering from a mental disorder or with learning difficulties is able to demonstrate an understanding of the Mental Health Act

Safeguarding Children

All temporary workers have a duty under the Children Act 2004 to make arrangements to safeguard and promote the welfare of children and young people. You should know what to do if you have any concerns.

Sirona Medical Limited wants to ensure that you are able to meet this requirement. We understand that there are different training needs to fulfil your duties dependent upon your level of contact with children and young people and level of responsibility.

The following documents should assist you with your generic knowledge: Safeguarding Children and Young People: Roles and Competences for Health Care Staff – published by the Royal College of Paediatrics and Child Health April 2006

This document clarifies the competencies required by temporary workers and other health Sirona Medical Limited and supplements the information set out in Working Together to Safeguard Children, 2006.

It can be found online at:

AWR Day One Rights

From the first day of your assignment, you are entitled to:

  • access to shared facilities and amenities or services provided by your hirer
  • information on job vacancies with the hirer

Your rights are based on those of someone doing a comparable (similar) job. A comparable employee is someone doing the same job or broadly similar work to you usually at the same workplace (but may be located elsewhere). This entitlement applies if you are working part time as well as fulltime.

If there are no comparable workers or employees there is no entitlement to equal treatment.

Access to Collective Facilities

From your first day of your assignment, you should have the same access to shared facilities and amenities as comparable employees or workers.

     Facilities and amenities can include:

  • access to a canteen or other similar facilities
  • a workplace crèche (subject to the same waiting lists or conditions as comparable employees or workers)
  • transport services (local pick up service, inter-site transport)
  • toilet/shower facilities
  • a staff common room
  • a mother and baby room
  • a prayer room
  • car parking (subject to the same restrictions as comparable employees or workers)
  • a waiting room
  • food and drinks machines

These facilities are usually on-site where you are working but may be elsewhere. The hirer may provide information on facilities to your agency as part of the information about the assignment. Hirers can only refuse you access to facilities if they can objectively justify denying you access. Cost alone is unlikely to be a sufficient reason to exclude you. Even where there is objective justification, you might be offered partial access to certain facilities rather than being excluded altogether.


Sirona Medical Limited are not solely responsible for your Workplace Pension. If you are a PAYE

worker please indicate if you wish to ‘Opt in or Opt Out’ of the pension scheme on our registration form. If you have your own Limited Company it is your responsibility to have your own pension. If you work via an Umbrella Company it is their responsibility to have a pension scheme for you.

Contact them for details about Opting In or Out and for further information.

When you engage with us as a PAYE candidate and your first timesheet has been processed we will automatically enrol you with our provider – The Peoples Pension. At this point of enrolment, you will be provided with a factsheet and letter detailing further information with your scheme

details. Once deductions have commenced you may wish to opt out, this can take place by one of the following methods shown.

  • Phone The Peoples Pension directly and opt out over the phone
  • Log onto the Peoples Pension website and opt out

There is a one month grace period from the commencement of your deductions whereby once you have opted out, these contributions can be refunded. If you opt out after your one month grace period, then contributions are non-refundable.

Social Media

You are personally responsible for what you write in social media. Before you post any comment, you must consider that social networking websites are a public forum and what you write might be available to be read by the public, including Sirona Medical Limited, future employers and social contacts for a long time.

Social media must not be used in a way that breeches any of our other policies or agreements. If a post or blog on the internet would breech any of our policies in another forum, it would also breech them online. When engaging with social media you must:

  • Remain professional in what you post and the image you portray in your profile
  • Not post disparaging or defamatory comments about PMP, our clients, suppliers and vendors; other affiliates or stakeholders or any other comments which could be misinterpreted so as to directly or indirectly damage our reputation
  • State that your views do not represent the views of Sirona Medical Limited
  • Not post any discriminatory, insulting or obscene comments about our customers, clients, business partners, patients or stakeholders or anything else which could be found offensive
  • Not post any comments relating to your colleagues
  • Not breech confidentiality obligations
  • Not harass or bully others in anyway
  • Not breech any other laws or ethical standards such as misrepresentation or making misleading statements

Failure to adhere to these standards may jeopardise your position with us as an agency and any professional registration you may hold.

We are all responsible for protecting the reputation of the company. If you see any comments which are not permitted as above please email [email protected]  

Information on Job Vacancies

From day one of an assignment you are entitled to be treated no less favorably than a comparable employee or worker in relation to information about relevant job vacancies. Your consultant will tell you how to get information on vacancies.

For further detailed information please go to:

Follow us on Twitter @SironaMedical


Key Information Document (PAYE)

This document sets out key information about your relationship with us, including details about pay, holiday entitlement and other benefits.

The Employment Agency Standards (EAS) Inspectorate is the government authority responsible for the enforcement of certain agency worker rights. You can raise a concern with them directly on 020 7215 5000 or through the Acas helpline on 0300 123 1100, Monday to Friday, 8am to 6pm.

The following information is an indicative illustration only

General Information

Your name:


Name of employment business:

Sirona Medical Limited

Your employer (if different from the

employment business):

Not Applicable

Type of contract you will be engaged under:

Temporary/Ad-Hoc/Shift Basis

Who will be responsible for paying you (if

different from your employer):

Sirona Medical

How often you will be paid:

Weekly (on a Friday) for timesheets that are

sent to us before 17:00 hrs each week on a Monday

Expected or minimum rate of pay:

National Living wage £8.72 (at the time of


Deductions from your pay required by law:

PAYE Tax, NIC, pension Contribution

Any other deductions or costs from your pay (to

include amounts or how they are calculated):

Not Applicable

Any fees for goods or services:

Services are OPTIONAL and will not be applicable should you decide not to use them

One off training costs which may include: DBS processing £50

External Training Provider Certificate £70


Any additional costs that you the candidate ask us to pay for ‘upfront’ and agree to reimburse us, the employment business, at

an agreed payment schedule

Holiday entitlement and pay:

Depending on hours/days worked to a

maximum of 28 days per year

Additional benefits:

Not Applicable


Example Minimum Weekly Pay

Illustration based on a candidate working 40 hours per week

Enrolled in to a pension scheme at 5% contribution entitled to full annual personal allowance (£12,500) with one off costs not included or not applicable.

Example rate of pay:


Deductions from your wage required by law:

PAYE Tax @ 20% – £21.68

National Insurance @ 12% – £19.90

Pension Contribution @ 5% – £11.44

Any other deductions or costs from your wage:

Not Applicable

Any fees for goods or services:

Not Applicable

Example net take home pay:


Key Information Document

This document sets out key information about your relationship with us and the intermediary or umbrella company used in your engagement, including details about pay, holiday entitlement and other benefits.

The Employment Agency Standards (EAS) Inspectorate is the government authority responsible for the enforcement of certain agency worker rights. You can raise a concern with them directly on 020 7215 5000 or through the Acas helpline on 0300 123 1100, Monday to Friday, 8am to 6pm.

General Information 

Your name:


Name of employment business:

Sirona Medical Limited

Name of intermediary or umbrella company:


Your employer:


Type of contract you will be engaged under:

Contract of employment

Who will be responsible for paying you:


How often the umbrella company and you will be paid:




The worker is being paid through an intermediary or umbrella company: a third-party organisation that will calculate the worker’s tax and other deductions and then pay worker for the work undertaken for the hirer. We will still be finding the worker assignments.

The money earned workers assignments will be transferred to the umbrella company as part of their income. They will then pay worker their wage. All the deductions made which affect workers wage are listed below. If the worker has any queries about these, they can contact us.

Workers payslip may show them as an employee of the umbrella company listed below.

Name of intermediary or umbrella company:


Any business connection between the intermediary or umbrella company, the employment business and the person responsible for paying you:

The employment business and Umbrella are not connected. Umbrella is independent to Sirona Medical Limited. A contract for services will be in place between Umbrella and Sirona

Medical Limited.

Expected or minimum gross rate of pay transferred to the intermediary or umbrella

company from us:

£15 per hour to Umbrella

Deductions from intermediary or umbrella income required by law:

Employers National insurance calculated at 13.8% of the gross pay figure (above secondary threshold of £166 per week).

Apprentice Levy is calculated at 0.5% of the gross pay figure.

Any other deductions from umbrella income

(to include amounts or how they are calculated)

The margin retained by Umbrella is £28.50. Voluntary contributions into a private pension scheme

Expected or minimum rate of pay to you:

The minimum rate of pay you will receive will be £8.21 per hour.

Deductions from workers wage required by law:

Income tax calculated at 20%/40%/45% above the personal allowance of £12,500. Employees NI calculated at 12% up to

£50,000 and 2% thereafter.

Any other deductions or costs taken from

your wage (to include amounts or how they are calculated:


Any fees for goods or services:


Holiday entitlement and pay:

Your holiday entitlement per annum is 28 days. Your holiday pay is included in the rate that is paid to Umbrella by Sirona Medical Limited. This will be paid to you with your weekly pay.

Additional benefits:


Example Pay


Umbrella fees

Worker fees

Example gross rate of pay to intermediary or umbrella

company from us:

£562.50 Weekly


Deductions from intermediary or umbrella income required by


£45.13 Employer’s NI

£1.64 Apprenticeship Levy


Any other deductions or costs taken from intermediary or

umbrella income:

£28.50 Umbrella Margin


Example rate of pay to you:


£434.76 Weekly Pay

£52.47 Holiday Pay


Deductions from your pay required by law:


£49.33 Income Tax

£38.55 Employees NI

Any other deductions or costs taken from your pay:


Any fees for goods or services:


Example net take home pay:


£399.35 Weekly

Thank you for taking time to review and understand the Sirona Medical Staff Handbook & KID